医生与管理者对医院核心人力资源管理制度评价研究
发布时间：2019-06-15 05:07
【摘要】：目的了解公立医院医生和管理者对薪酬、晋升与学习成长这医院3大核心人力资源管理制度的认知与评价。方法运用自行设计的人力资源管理制度管理状况调查表对我国东、中、西3省、直辖市9个地区的128所公立医院进行调查。结果医院核心人力资源管理制度3个因子中,被调查者不清楚率最高的是"晋升"(5.21%),不认同率最高的是"薪酬"(25.02%)。logistic回归分析显示,是否是管理者、院内工龄等与被调查者对3大医院核心人力资源管理制度的评价有显著关联(P0.05)。结论普通医生与管理者对医院核心人力资源管理制度的知晓度尚可,医院管理者对医院核心人力资源管理制度的评价均显著优于普通医生。
[Abstract]:Objective to understand the cognition and evaluation of salary, promotion and learning growth among doctors and managers in public hospitals. Methods 128 public hospitals in 9 areas of eastern, middle and western provinces and municipalities directly under the Central Government were investigated by using the self-designed questionnaire on the management of human resources management system. Results among the three factors of hospital core human resource management system, the highest rate of unclearness was "promotion" (5.21%), and the highest rate of non-identity was "salary" (25.02%). Logistic regression analysis showed that whether it was a manager and length of service in hospital was significantly correlated with the evaluation of core human resource management system in the three major hospitals (P 0.05). Conclusion the general doctors and managers have a good understanding of the core human resources management system of the hospital, and the evaluation of the core human resources management system of the hospital managers is significantly better than that of the general doctors.
【作者单位】： 复旦大学公共卫生学院·卫生部卫生技术评估重点实验室(复旦大学)·健康风险预警治理协同创新中心;甘肃省卫生和计划生育委员会;湖北省卫生和计划生育委员会;国家卫生计生委医疗管理服务指导中心;上海市精神卫生中心;
【基金】：国家自然科学青年基金项目(71203032) 上海市哲学社科规划青年项目(2014EGL005) 复旦大学中央高校基本科研业务费青年教师能力提升项目(JJF201028)
【分类号】：R197.32
本文编号：2499983
[Abstract]:Objective to understand the cognition and evaluation of salary, promotion and learning growth among doctors and managers in public hospitals. Methods 128 public hospitals in 9 areas of eastern, middle and western provinces and municipalities directly under the Central Government were investigated by using the self-designed questionnaire on the management of human resources management system. Results among the three factors of hospital core human resource management system, the highest rate of unclearness was "promotion" (5.21%), and the highest rate of non-identity was "salary" (25.02%). Logistic regression analysis showed that whether it was a manager and length of service in hospital was significantly correlated with the evaluation of core human resource management system in the three major hospitals (P 0.05). Conclusion the general doctors and managers have a good understanding of the core human resources management system of the hospital, and the evaluation of the core human resources management system of the hospital managers is significantly better than that of the general doctors.
【作者单位】： 复旦大学公共卫生学院·卫生部卫生技术评估重点实验室(复旦大学)·健康风险预警治理协同创新中心;甘肃省卫生和计划生育委员会;湖北省卫生和计划生育委员会;国家卫生计生委医疗管理服务指导中心;上海市精神卫生中心;
【基金】：国家自然科学青年基金项目(71203032) 上海市哲学社科规划青年项目(2014EGL005) 复旦大学中央高校基本科研业务费青年教师能力提升项目(JJF201028)
【分类号】：R197.32
【相似文献】
相关期刊论文 前3条
1 袁灿;宁涛;;北京市某三级医院后勤人员职业认知与评价研究[J];中国卫生质量管理;2014年04期
2 刘光明;方萍;王诚;居来提·阿不都克里木;;新疆玛纳斯县新型农村合作医疗认知与评价的调查研究[J];地方病通报;2009年04期
3 姚敏;陈立明;;农民对新型农村合作医疗认知与评价的调查与研究[J];中国农村卫生事业管理;2008年06期
，本文编号：2499983
本文链接：https://www.wllwen.com/guanlilunwen/renliziyuanguanlilunwen/2499983.html
